Upload
lyhanh
View
226
Download
3
Embed Size (px)
Citation preview
http://www.bu.edu/arrows
Creating Organizational Commitment and Structured Programs in Academia to Advance Academic Leaders in STEM
Joyce Y. Wong, PhD
Professor Biomedical Eng & Materials Sci and Eng
Inaugural Director, ARROWS
STEM Gender Equality Congress 2017
Task/Charge:
Establish umbrella program to • increase level of inclusiveness in STEM • support women in STEM at all levels
Unite groups on campus and identify gaps: • e.g. WISE (faculty), GWISE (graduate), WISE-UP,
WISE@Warren, Artemis, Summer Pathways
How to engage stakeholders with varying interests?
•Deans
•Chairs
•Faculty
•Staff
•Students
How can you effect change?
Project Management Toolbox:
Bublu Thakur-Weigold Joe Raelin (2006) ”Does Action Learning Promote Collaborative Leadership?”
Implementation Roadmap:
• drive organizational change in structured way • focus on results rather than activity
Vision &
themes
Time 0 Time -
1
Time -
3
Time -
2
Accelerators
Barriers
Key Process
Priority 2
Deliverable 1
Work
backwards from
vision
our vision
Memorandum of Understanding (MOU)
1. Problem statement with data
2. Why important to solve problem?
3. Possible root causes
4. Hypotheses for these root causes
5. Project objectives
6. Project resources and timeline
MOU: Problem statement with data
• Too Few: Women STEM faculty, especially at full professor and in leadership positions • Department Chair, Associate Dean, Dean
• Too Unclear: What is required for promotion from associate professor to full professor level?
• Too Uniform: Diversity of thought => solve complex problems => pursue high impact problems • Raise institution’s visibility as institution of excellence
=> attract more talent
MOU: Problem statement with data
1544
3
2
31
358
1
3
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
2013 STEM PhDs
Assistant
Associate
Full
Physics (Projected Academic Year 2016)
Male Female
MOU: Why important to solve problem?
• Define ARROWS not as equality or fairness, but • to retain talent to ensure long-term
competitiveness of University Makes objective universally important to all
stakeholders Answers the question “Why is it important to
solve this problem today? What is the cost of doing nothing?”
MOU: Possible root causes
Cultural Effects: • Women may perceive themselves as not ready or qualified for
promotion • Women tend not to self-promote because they believe their
scientific output speaks for itself • Women may suffer from unintentional bias from men and
women Institutional Effects: • Ensure consistent, documented, transparent, and widely
shared processes • Faculty search and selection • Promotion to full professor level
• Collect data to determine root causes
MOU: Hypotheses for root causes
• Talent pipeline (ugrad -> grad -> postdoc -> faculty) is “leaky” and needs to be “patched” so talent is realized
• Women in STEM faculty may feel that they are not ready for a full professor position
• Women in STEM faculty may feel they are not qualified for leadership positions and may not nominate themselves for these leadership positions
• Note: many leadership positions require full professor rank
• Candidate pool (PhD-level) for women in STEM faculty is too small to begin with and continues to decrease as you go up in rank
MOU: Project objectives Implement processes and policies to …
• Assure Boston University’s long-term quality by attracting best talent to BU, regardless of gender, age, race, and other differentiating characteristics
• Increase number of BU STEM women faculty to levels that at least match the pool at all ranks
• Increase number of BU STEM women in leadership positions
• Increase numbers to have highest women STEM faculty ratios among our peer institutions
Metrics
• Increase female faculty candidate pool and hires to match nationwide statistics at all ranks
• Compare data: time for promotion to full professor before and after policy implementation
MOU: Project objectives Implement processes and policies to …
• Assure Boston University’s long-term quality by attracting best talent to BU, regardless of gender, age, race, and other differentiating characteristics
• Increase number of BU STEM women faculty to levels that at least match the pool at all ranks
• Increase number of BU STEM women in leadership positions
• Increase numbers to have highest women STEM faculty ratios among our peer institutions
Metrics
• Increase female faculty candidate pool and hires to match nationwide statistics at all ranks
• Compare data: time for promotion to full professor before and after policy implementation
Develop a Course of Action:
• Stakeholders: women in STEM faculty (associate and full professors) • Tapped collective intelligence
•Design workshop
• Focus on 3 Key Processes • Career Plans • Sponsors • Faculty Hiring Process
Develop a Course of Action:
Roadmaps
2
Vision &
themes
Time 0Time -1Time -3
Career Plans
Time -2
Hiring Process
Accelerators
Barriers
Buy-in from
top-level
administration
Sponsors Achieved departmental gendergoals (based on pool) & targetsatisfaction ratings by 2020
ARROWS VISION
ARROWS Faculty Hiring Roadmap (Aug 2015 – Jun 30, 2016)
Quality staff
support
Resistance of
key stakeholdersWho will
develop and do
this new training?
Obstructionist
faculty
Secure
commitment
from Deans
Create concise
guide to best
practices
(distilled from
existing version)
Create
packet of
hiring
materials
Deans & chairs
have bought
into BU Best
Practices for
hiring
Roadmap Tracking:
Roadmap 1: Career Plans Roadmap 3: Hiring ProcessRoadmap 2: Sponsors
Progress Tracking Progress Tracking Progress Tracking
Roadmap Tracking:
Roadmap 1: Career Plans Roadmap 3: Hiring ProcessRoadmap 2: Sponsors
Progress Tracking Progress Tracking Progress Tracking
Roadmap Tracking:
Example Career Planning Events: ARROWS Lunches with Leaders – program first introduced by BU WISE
ARROWS Associate-to-Full Professor Workshops
1st CAS Fall’16; 1st ENG Spring’17 + follow-up CV workshops Owners: College Faculty Actions Approvers: Deans; Associate Provost Faculty Actions Workshop Participants: Full Profs (CV reviewers); Associate Profs (receive feedback)
ARROWS Media Training
Leverage:
BU Public Relations office BU & Alan Alda Center (Communicating Sci)
Example: Faculty Recruitment Processes
ARROWS Abridged Faculty Hiring Guide Prepared Spring 2017 with Jen Sheridan (Univ Wisconsin)
Rolled out Fall 2017 hiring cycle: Associate Provost Faculty Actions orientation for faculty search committee members
Unconscious Bias Training BU Department of Electrical and Computer Engineering Fall 2015 hosted Cornell Theater Troupe
BU Department of Physics Spring 2017 planned to host Cornell Theater Troupe – rescheduling due to inclement weather
ARROWS Faculty Recruitment Meetings Program first introduced by BU WISE:
At least 1 female STEM faculty member outside of hiring dept meets informally with faculty candidate
ARROWS Resurrected program Spring 2016 and has continued, but not all STEM departments took advantage of program
Need to expand to other STEM departments: testimonials and metrics
ARROWS faculty recruitment: Testimonial
“Thanks much for contributing to this recruitment effort. I think this is a highly valuable contribution to our recruitment efforts.” [BU STEM Dept. Chair]
• Faculty candidates comment on the importance of community
ARROWS faculty recruitment: Metrics
1544
3
2
31
358
1
0
3
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
2013 STEM PhDs
Assistant
Associate
Full
Physics (Projected Academic Year 2016)
Male Female
ARROWS faculty recruitment: Metrics
1544
5
3
30
378
3
1
3
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
2015 STEM PhDs
Assistant
Associate
Full
Physics (Projected Academic Year 2018)
Male Female
ARROWS Annual Lecture: Building Community
“You can’t be what you can’t see”
Remark from Laurie Leshin (President of WPI) at BU GWISE luncheon.
1990-2011
“You can’t be what you can’t see”
Remark from Dr. Laurie Leshin (President of WPI) at BU GWISE luncheon.
1990-2011
1992 NASA Selection Group
Dr. Catherine (Cady) Coleman
Chemist and astronaut
Dr. Sally Ride
Physicist and astronaut First American woman in space 1983
Imagine: You are asked to lead a task force to solve …
By the way… you can’t use half the collected intelligence.
Adapted from Marie Wilson, Founder and President, The White House Project
Women > 50% population, but ~ 16-20% leadership positions (even lower for STEM in academia)
Why should we care?
http://www.bu.edu/arrows
Roadmap 1: Career Plans Roadmap 3: Hiring ProcessRoadmap 2: Sponsors
Progress Tracking Progress Tracking Progress Tracking